Teamflect

Track employee performance with Teamflect in Microsoft Teams. Use AI to drive employee growth. Start your free trial today! ✔️ Monitor Employee Performance ✔️ Keep Track of Every Deadline ✔️ Plan Employee Growth with AI ✔️ Totally Free Up To 10 Users ✔️ Built For Microsoft Teams

Ready to join them and over 1000 forward-thinking organizations? Become a part of Teamflect experience! ✔️ Monitor Employee Performance ✔️ Keep Track of Every Deadline ✔️ Plan Employee Growth with AI ✔️ Totally Free Up To 10 Users ✔️ Built For Microsoft Teams

Most teams don't have a problem setting goals. They have a problem making them work. The worst bit? Most leaders only make the situation worse... Goals get set. Everyone goes back to work. Before you know it, those OKRs are forgotten until the end of the quarter. Sound familiar? For some teams, it just works. They understand a few simple ideas (which really comes down to how good their leaders are): 1. Strategic context: Leaders setting clear context on what problem the team is solving and how their success will be measured. 2. Focus: Choose one part of that problem to solve at a time. Test, experiment and learn. Assume your starting plan is wrong... cue Tyson's quote "Everyone has a plan until they get punched in the face" 3. Rhythm: You need to be checking in on your goals and tracking confidence at least weekly. If that feels too often then you have the wrong goal. Bin it and start again. It should be challenging to find the right goal. But working on it and tracking should not be painful. On November 5 US time, I'm joining Teamflect for a live masterclass on "How the Best OKR Teams Do Things Differently." We'll cover case studies from a wide range of org types, including product organisations, finance companies and even associations that have broken the "slow moving" mould. When: Thursday, November 5, at 4 PM US Eastern / Friday, November 6, at 8 AM Melbourne (AEDT). If your team is already running OKRs, join us and let's get them working for your team.

Week 1: Weeks of work go into setting clear OKRs. Great kickoff, everyone aligned. Week 12: No one remembers what they were. The weeks in between are where OKRs succeed or fail. Priorities shift, check-ins get skipped and goals quietly fade into the background. Our free OKR Masterclass with Tim Newbold will focus on how top-performing teams build a rhythm that keeps OKRs alive all quarter. Attendees also get Tim’s OKR toolkit with templates and cheat sheets. I’m genuinely excited for this! 📅 November 5, 4 PM EST / 9 PM GMT 👉 Join us live and turn your OKRs into a rhythm that sticks: https://lnkd.in/dGNZjWj5

Stop letting your goals drift away every quarter. Join our free OKR Masterclass with OKR expert Tim Newbold and learn how top-performing teams keep their OKRs on track from kickoff to review. You’ll walk away with a proven OKR Accelerator Framework and the exact steps to make your OKRs stick, starting next quarter. 📅 November 5, 4 PM EST / 9 PM GMT 👉 Save your spot: https://lnkd.in/eyknEPPq

While the biggest conversation at HR Tech was what AI can do, we explored a different question in the livestream we co-hosted with Lighthouse Research & Advisory: What is the human advantage in the age of AI? I watched the stream yesterday, and I really enjoyed hearing fellow leaders share their perspectives. Corey Spencer from UKG shared that 95% of their users are frontline workers. Their job isn’t to use software. It’s to care for patients, serve customers and build things. That’s why UKG is using AI to make administrative tasks almost invisible, allowing people to request time off or check their pay with a simple sentence and get back to what matters. I really liked what he said about this: "AI is going to let human resources be more human and less resources.'' Benjamin Encz from Ashby described a similar shift in hiring. AI can now review thousands of applications and surface the most relevant candidates, so recruiters don’t have to run every step of the process themselves. Instead, they can focus on higher-quality, higher-value work. Cassie Wilkins (Gasson) from Thrive brought another perspective to the conversation. In a world where answers are instantly available; curiosity, creativity and adaptability become even more valuable. She also made a point I agree with: rolling out AI isn’t just a tech project, it’s a people project. It takes culture change, communication and bringing everyone along. That’s why she believes HR and L&D leaders should be the ones leading it. This is also very much in line with how we think about performance at Teamflect. Carlos and Jay discussed why teams increasingly want performance management to be an ongoing conversation rather than a once-a-year surprise. AI can summarize feedback and help managers prepare, but the conversation itself still belongs to the manager. Ben backed this up with Lighthouse research: high-performing companies give feedback continuously, recognize specific strengths and put growth at the center of the conversation. So, what did all of this tell me about the human advantage? AI can take care of the administrative work, process information and prepare the first draft. That gives people more time to focus on what matters most: coaching, recognizing, listening and making thoughtful decisions. Thank you to Ben Eubanks and George Rogers for hosting, Corey, Benjamin and Cassie for taking their time to join the conversation, and Carlos and Jay for representing Teamflect so well in their very first livestream!